Talk about your feelings – Telling somebody that you are sad can take some of the sadness away and sharing joy will add more joy. Humans often crave closeness to other people and sharing feelings helps.

Keep active – Exercise keeps the brain and body healthy and can help improve your mood. Research on depression and anxiety shows that exercise has both physical and psychological benefits.

Eat well – what we eat has a big impact on how we feel, mentally as well as physically. Your brain needs nutrients to stay healthy, certain types of food contain essential components for good mental health. Remember what is good for you physically is good for you mentally.

Avoid alcohol – Alcohol is a depressant, we drink alcohol to change our mood. Drinking a lot can harm your brain and lead to depression. Short term it may make you feel better but when the drink wears off, you feel worse and are more likely to get the blues. It becomes a vicious cycle.

Stay in touch – There’s nothing better than catching up with friends and family, try to invest your time in people you care about. Give them a call or chat to them online. Communicate more, conversation can solve most problems.

Get help/advice – Asking for help is not a sign of weakness it is a way of staying strong, help to create a culture where asking for help is encouraged. As well as family and friends there are local services put in place to help you, remember everyone needs a little help from time to time.

Take time for you – A change of pace is good for your mental health. It could be as simple as five minutes to yourself to a weekend away, or just trying something new. Just that little five minutes can de-stress you. A new environment may distract you from how bad you feel and make you focus on something else. Have a little selfish time, you deserve it.

Do things your good at – If it makes you feel happy and you enjoy doing it, then make time for this activity even if it is only to boost your self-esteem. Enjoying yourself can help beat stress, think of something you love doing now or loved doing in the past

Self-acceptance – For many people self-acceptance is hard to come by on a good day, but when you have had a bad day your self-acceptance is in shreds, its normal to feel like this. Learn to accept that you’re unique, work on your strengths and be kind to yourself. Feeling good about yourself will boosts your confidence, be proud of who you are.

Care for others – Caring for others is what brings relationships closer together.

There are many charities that offer free support if you need someone to speak to, please see below:

]]>CDM 2015https://www.thsp.co.uk/cdm-2015/
Wed, 11 Oct 2017 14:49:22 +0000https://www.thsp.co.uk/?p=43570It has been over two years since the Construction (Design and Management) Regulations 2015 (CDM) were introduced and they still are not widely understood.

]]>It has been over two years since the Construction (Design and Management) Regulations 2015 (CDM) were introduced and they still are not widely understood.

The CDM responsibilities are now divided between the Client, the Principal Designer, Designers, Principal Contractor and Contractors.

The Principal Designer role was introduced into CDM 2015 and was a major part of the changes. Their primary role is to identify and eliminate foreseeable risk through design at the pre-construction phase, ensuring that other designers consider buildability, maintenance and the ongoing use of the building once it has been signed over.

The Health and Safety Executive (HSE) states that Clients must have responsibility for projects. This is from the concept stage through to the completion of the project, health and safety must be regulated so that it is considered from the outset. If the Client fails to appoint a Principal Designer or Principal Contractor then they are deemed to fulfil these roles until they make the appointment.

At the start, the Client is responsible for choosing a project team with the skills, knowledge and experience to realise the design safely. There is not a checklist for finding the right Principal Designer, but their attributes should include construction knowledge, soft skills to liaise with the parties, and experience of the type and size of the planned works.

There are many duties in CDM that Clients can miss if they are not experienced, indeed they cannot let building start until there is a Construction Phase Plan (CPP) in place. This must set out the health and safety arrangements and site rules covering the construction phase.

The Principal Contractor should not be allowed to start on site until the Client is satisfied that the CPP is sufficiently developed.

CDM 2015 duties are significantly changed for construction clients and it is understandable why there is still confusion. There is a lot to lose if you do not choose the right team, don’t ask the right questions, don’t challenge other duty-holders when needed or do not have the skills needed to be able to fulfil their duties.

To help with the minefield the Client may appoint a CDM Advisor to the project team. These advisors work with the client and the project team to help limit their exposure to risk and use their health and safety expertise to ensure that the CDM duties are being properly fulfilled.

]]>Workstation Assessments – Free Downloadable Posterhttps://www.thsp.co.uk/workstation-assessments-free-downloadable-poster/
Thu, 05 Oct 2017 08:56:34 +0000https://www.thsp.co.uk/?p=43556As an employer, you need to protect your employees from any risks associated with Display Screen Equipment (DSE). Computer workstations or equipment can be associated with neck, shoulder, back or arm pains, fatigue and eyestrain. These problems can be avoided by following good practice.

]]>Watch Your Back, And Your Colleagues – Back Care Awareness Weekhttps://www.thsp.co.uk/back-care-awareness-week/
Mon, 02 Oct 2017 13:37:16 +0000https://www.thsp.co.uk/?p=43545We are focusing our thoughts and energy on Back Care Awareness. Being a health and safety and employment law company, it comes with no surprise that we feel very passionately about this. The more people we can get to be aware of back care, the better. Believe it or not, back pain is one of the most common causes of sickness absence in the workplace. In fact, a staggering 80% of the population will suffer with back pain throughout their life.

This week at THSP Risk Management, we are focusing our thoughts and energy on back care awareness. Being a health and safety and employment law company, it comes with no surprise that we feel very passionately about this.

The more people we can get to be aware of back care, the better. Believe it or not, back pain is one of the most common causes of sickness absence in the workplace. In fact, a staggering 80% of the population will suffer with back pain throughout their life.

An important thing to recognise is that physical activity such as manual handling, and even driving heavy vehicles can trigger or contribute to back pain. Manual handing is related to the moving of items, either by lifting, lowering, carrying, pushing or pulling. Accidents involving manual handling can have a long-lasting impact on personal and professional lives.

As an employer or an employee, you can prevent yourself and others from getting back pain in the workplace. Teaching people manual handling is extremely worthwhile, especially helping in the long run! In fact, manual handling causes over a third of all workplace injuries.

For more information please call our Training team on 03456 122 144 or email training@thsp.co.uk

]]>Tackling the pay gaphttps://www.thsp.co.uk/tackling-pay-gap/
Thu, 21 Sep 2017 11:29:01 +0000https://www.thsp.co.uk/?p=43277Following the introduction of gender pay gap reporting in April this year, the Equality and Human Rights Commission has published six steps to reducing disparities in pay related to gender, ethnicity and disability.

Following the introduction of gender pay gap reporting in April this year, the Equality and Human Rights Commission has published six steps to reducing disparities in pay related to gender, ethnicity and disability. These are:

Address differences in subject and career choices, educational attainment, and access to apprenticeships.

Improve work opportunities for everyone, no matter who they are or where they live.

Make all jobs at all levels available on a flexible basis.

Encourage men and women to share childcare responsibilities.

Reduce prejudice and bias in recruitment, promotion and pay.

Report on progress in reducing pay gaps.

The ECHR says that the aim of the strategy is to break down barriers, tackle stereotypes, and change employment practice to make flexible working available in more senior roles. The report highlights the economic benefits to be gained by decreasing pay gaps, not least the BEIS statistic of an extra £24 billion a year to be added to the economy by improving the participation and progression of ethnic minorities at work.

Do you need help with Employment Law issues? Call us today for a confidential chat on 03456 122 144

]]>When is a mistake a minor mistake?https://www.thsp.co.uk/a-minor-mistake/
Thu, 21 Sep 2017 10:59:59 +0000https://www.thsp.co.uk/?p=43275In two Employment Appeal Tribunal (EAT) cases, two conflicting decisions were reached on what were very similar facts.

In two Employment Appeal Tribunal (EAT) cases, two conflicting decisions were reached on what were very similar facts. In Giny v SNA Transport Ltd and Chard v Trowbridge Office Cleaning Services Ltd both employees sought to bring tribunal claims. They had, while unrepresented, given Acas the name of a director within their employer organisation rather than the company name as the respondent. This led to the Early Conciliation certificates being issued in the wrong names. And when lawyers later sought to bring the claims in the correct (company) names, the tribunals refused because the names didn’t match those on the Acas certificates.

In Mr Giny’s case, the EAT held that the tribunal was entitled to have rejected his claim. Although there was considerable sympathy for Mr Giny, it wasn’t a minor mistake to confuse an individual and a company and his claim could not proceed.

But in Ms Chard’s case, the EAT held that the misnaming was a minor error. No prejudice was caused to the other side, and it was in the interests of justice to allow Ms Chard to bring her claim.

So where does this leave arguments about mistakes in the paperwork? A little bit up in the air. Ultimately, it will be for tribunals to decide whether or not a claim should be allowed to proceed where there has been some sort of defect, however minor it might appear to be.

Do you need help with Employment Law issues? Call us today for a confidential chat on 03456 122 144

]]>Establishing indirect discriminationhttps://www.thsp.co.uk/establishing-indirect-discrimination/
Thu, 21 Sep 2017 10:55:53 +0000https://www.thsp.co.uk/?p=43279Mr Trayhorn was invited to a disciplinary meeting but went on sick leave, resigning before the disciplinary could run its course.

Mr Trayhorn worked as a gardener in a prison. He was also a Pentecostal minister and volunteered to help at services in the prison chapel.

While speaking as part of the service, he caused offence by suggesting that same-sex marriage was wrong and ‘needed stopping’. He was told that he couldn’t preach again. However, a few months later he made other references that led to complaints of homophobia. He was invited to a disciplinary meeting but went on sick leave, resigning before the disciplinary could run its course.

He went on to bring claims, including for indirect religious discrimination. And as part of that particular claim, an important question was asked at the Employment Appeal Tribunal: is it necessary to show group disadvantage in an indirect discrimination case? In other words, did Mr Trayhorn need to be able to show that the employer’s provision, criterion or practice (its conduct policy and equality policy which the employer said Mr Trayhorn had breached) put people of his religion at a particular disadvantage? It was argued that people of Mr Trayhorn’s religion or belief were more likely than others to refer to parts of the Bible that would lead to complaints and disciplinary action.

The tribunal had found that neither individual nor group disadvantage had been shown. And the EAT held that showing group disadvantage is a requirement of a successful indirect discrimination claim. ‘Group’ doesn’t mean all or most people of a particular religion. But there must be a sufficient number of people (to be determined on a case-by-case basis) affected, or potentially affected, by the provision, criterion or practice.

In any event, in this case, the employer’s policies would have been justified; they pursued a legitimate aim of retaining order and protecting prisoners, and were a proportionate means of achieving that aim.

Do you need help with Employment Law issues? Call us today for a confidential chat on 03456 122 144

]]>When is treatment unfavourable?https://www.thsp.co.uk/when-is-treatment-unfavourable/
Thu, 21 Sep 2017 10:50:07 +0000https://www.thsp.co.uk/?p=43273Unfavourable treatment is an essential element of a disability discrimination claim. The Williams case considered what this actually means.

Unfavourable treatment is an essential element of a disability discrimination claim. The Williams case considered what this actually means.

Mr Williams had a number of health problems. After working full-time for the University for 10 years, the University implemented reasonable adjustments to working hours and he moved to part-time. A few years later, at the age of 38, he took ill-health retirement. He was entitled to a pension that was far more advantageous than that available to a non-disabled colleague. However, as part of the pension was based on final salary (and Mr Williams’ final salary was a part-time, rather than full-time, one) it was less advantageous to him than a pension that would have been payable to a disabled colleague who had been struck down suddenly and had retired without first working part-time.

The tribunal held that Mr Williams had been subjected to unjustified unfavourable treatment. But the Employment Appeal Tribunal and Court of Appeal disagreed. Unfavourable treatment isn’t the same as detriment. A person hasn’t been treated unfavourably if the advantage they have received could have been greater.

There might be an appeal, so watch this space.

Do you need help with Employment Law issues? Call us today for a confidential chat on 03456 122 144

]]>Menopause at workhttps://www.thsp.co.uk/menopause-at-work/
Thu, 21 Sep 2017 10:23:25 +0000https://www.thsp.co.uk/?p=43270Hot flushes, insomnia and fatigue are just some of the symptoms. But the report highlights that lower productivity, reduced job satisfaction and problems with time management are all possibly consequences.

The Department for Education has published a report that looks at the effects of the menopause on working women.

Hot flushes, insomnia and fatigue are just some of the symptoms. But the report highlights that lower productivity, reduced job satisfaction and problems with time management are all possibly consequences. It says that women sometimes hide or manage their symptoms to avoid letting others at work know that they are having difficulties, and they may not ask for support.

And the work environment can, in some cases, exacerbate problems; heat or poor ventilation, formal meetings, and deadlines are cited as some of the potentially aggravating factors. Women also allude to a lack of sympathy from those around them at work, and even poor treatment because of gendered ageism.

So what can employers do? Recommendations include changing organisational cultures; compulsory equality and diversity training; specialist advice; tailored absence policies; flexible working patterns for mid-life women; and fairly low-cost environmental changes. Particular things that may help include providing:

Do you need help with Employment Law issues? Call us today for a confidential chat on 03456 122 144

]]>Is voluntary overtime part of ‘normal pay’?https://www.thsp.co.uk/voluntary-overtime-part-of-normal-pay/
Thu, 21 Sep 2017 09:50:21 +0000https://www.thsp.co.uk/?p=43268Holiday pay calculations continue to cause difficulties for employers, with uncertainty still existing over the question of which elements of workers’ pay should and should not be taken into account.

Holiday pay calculations continue to cause difficulties for employers, with uncertainty still existing over the question of which elements of workers’ pay should and should not be taken into account.

In the case of Mr Willetts and some of his colleagues, an employment tribunal decided that overtime that was purely voluntary, as opposed to being a contractual right or duty, should be included in the holiday pay calculation because it formed part of ‘normal remuneration’. That was notwithstanding the employer’s argument that voluntary overtime lacked the necessary intrinsic link to the performance of the contractual tasks and so should be excluded.

The Employment Appeal Tribunal (EAT) upheld the tribunal’s decision. Each case will depend on its facts, but the overriding point is that workers are entitled to be paid at least their ‘normal or average remuneration’, otherwise they might be deterred from taking leave. Overtime – whether compulsory, non-guaranteed, or voluntary – counts as remuneration. And to qualify as ‘normal’, the payment must have been paid over a sufficient period of time; items that are usually paid and are regular across time are more likely to count than unusual or exceptional payments.

The EAT went on to consider whether there has to be an intrinsic link between the payment and the performance of tasks required under the contract. It’s not essential, the EAT said, but it can be a decisive factor. If such a link were needed, there was one in this case anyway: if there had been no employment contract, there would have been no voluntary overtime. And in working voluntary overtime, the workers were performing tasks required of them under their contracts.

Do you need help with Employment Law issues? Call us today for a confidential chat on 03456 122 144